COMPENDIUM Gender Equality and Diversity in Customs 2020 wcoomd.org Supported by COMPENDIUM Gender Equality and Diversity in Customs 2020 TABLE OF CONTENTS 6 FOREWORD The broad scope of examples collected illustrates the diverse 8 INTRODUCTION Membership of the WCO and 10 AUSTRALIAN BORDER FORCE demonstrates that there is no 14 FEDERAL REVENUE OF BRAZIL “one model that fits all”. 18 FINNISH CUSTOMS 22 ICELAND CUSTOMS 26 CENTRAL BOARD OF INDIRECT TAXES AND CUSTOMS OF INDIA 30 INDONESIA CUSTOMS 36 ISRAEL CUSTOMS 42 JAMAICA CUSTOMS 46 MALI CUSTOMS 50 NEW ZEALAND CUSTOMS 58 PHILIPPINES CUSTOMS 62 SOUTH AFRICAN REVENUE SERVICE 66 SWEDISH CUSTOMS 70 UGANDA REVENUE AUTHORITY 74 HER MAJESTY’S REVENUE AND CUSTOMS OF THE UNITED KINGDOM 80 UNITED STATES CUSTOMS AND BORDER PROTECTION 86 VIETNAM CUSTOMS 4 COMPENDIUM | Gender Equality and Diversity in Customs COMPENDIUM | Gender Equality and Diversity in Customs 5 FOREWORD I am very pleased to present the WCO’s first edition of the Compendium on Gender Equality and Diversity in Customs. Gender Equality and Diversity is not only a question of human rights, but also considered a “Gender Equality and prerequisite for achieving sustainable development, growth and competitiveness. The WCO Secretariat therefore incorporates these issues as an integrated part of its capacity building agenda Diversity is not only a in order to enhance the overall performance of Customs administrations. Acknowledging that gender equality and diversity are important cross-cutting issues, the WCO recommends adopting a holistic approach and encourages its Members to consider gender and question of human rights, inclusiveness both in internal policies (including human resource management, leadership and career development) as well as external policies (stakeholder collaboration and at the border). but also considered a Over the past years, many members have stepped up their efforts to promote gender equality and diversity in Customs. Moreover, the WCO has expanded the scope of its work to also discuss prerequisite for achieving broader diversity and inclusiveness issues. During the WCO Council sessions, in December 2020, the WCO and its Membership unanimously sustainable development, adopted the Declaration of the Customs Co-Operation Council on Gender Equality and Diversity in Customs. This illustrates the increased interest from Members to further advance the gender equality and diversity agenda. The Declaration calls for Customs administrations to share their growth and competitiveness.” experiences on strengthening gender equality and diversity in Customs as well as on monitoring and evaluating methodologies to assess and report progress in this area. Building on the above, this Compendium on Gender Equality and Diversity in Customs serves as a valuable and timely publication for Members to help guide their related efforts. Going forward, the Compendium will be part of the continuous work to collect more practices on advancing gender equality and diversity, both internally within Customs and also in relation to Customs’ engagement with stakeholders. We hope that this first edition will inspire Members to take further action and to share their experiences and lessons learned with the WCO Secretariat to foster further learning and inspiration across the Membership. I would like to express my appreciation to all those colleagues around the world who have contributed by sharing their practices, and to the United Kingdom’s Prosperity Fund for making this Compendium possible under the framework of the Trade Facilitation in Middle Income Countries Programme. I would also like to take this opportunity to thank all Members for their ongoing support to the WCO’s global capacity building efforts. Dr. Kunio Mikuriya Secretary General 6 COMPENDIUM | Gender Equality and Diversity in Customs COMPENDIUM | Gender Equality and Diversity in Customs 7 INTRODUCTION The WCO Secretariat started promoting Aligning with the 2020 Declaration of the gender equality in Customs in 2013, with the Customs Co-Operation Council on Gender organization of the international conference Equality and Diversity in Customs, this “Women in Customs, Trade and Leadership”, Compendium on Gender Equality and Diversity gathering 160 participants from 50 countries. in Customs now seeks to complement the As an outcome of this conference, the WCO GEOAT and the above initiatives by providing Gender Equality Organizational Assessment practical examples on how WCO Members are Tool (GEOAT) was launched. The GEOAT aims implementing gender equality and diversity in to assist Customs administrations in assessing their respective administrations. It serves to their policies, practices and activities, helping provide possible inspiration across the WCO them to explore how gender equality could Membership to promote gender responsiveness further be incorporated into their reform and and inclusiveness. modernization agendas. The 17 practices illustrate several of the key In recent years, the WCO has stepped up its GEOAT principles and indicators, from cross- efforts to launch new initiatives to promote cutting policies to concrete initiatives to address gender equality as well as broader diversity and particular issues such as promoting work life inclusiveness issues in Customs. In 2017, the balance, inclusiveness in organizations, women Virtual Working Group for Gender Equality and in leadership positions or preventing sexual Diversity was launched to provide a platform harassment and gender based violence. to Members to exchange experiences and good practices, as well as to raise awareness The broad scope of examples collected illustrates on the GEOAT. Further to this, a blended the diverse Membership of the WCO and training package “Advancing Gender Equality demonstrates that there is no “one model in Customs” was developed that composed of a that fits all”. Policies and practices are to be one week workshop and an e-learning module adapted to the unique context of each country on raising awareness on gender equality within and Customs administration. They also show Customs. The WCO has also disseminated two that, while implementing gender responsive surveys on gender equality and diversity, the and inclusive measures is often linked to the first one in 2016 and the second one in 2019. national legislative frameworks, it can also be the Moreover, starting in 2020, the Secretariat has result of proactive initiatives from the Customs incorporated questions on gender equality and administrations to drive this agenda forward. diversity in its annual survey to Members. This is the first edition of the Compendium and regular updates will be made as Members share more practices and lessons learned on advancing gender equality and diversity. 8 COMPENDIUM | Gender Equality and Diversity in Customs The Department of Home Affairs and the • Gender, Australian Border Force (ABF) are committed • Lesbian, Gay, Bisexual, Transgender, Intersex to building and valuing a diverse workforce and Queer (LGBTIQ+), that represents the community they serve, that • Intergenerational, fosters inclusiveness and embraces the diversity • Indigenous, AUSTRALIAN of its people, including neurodiversity, different • Disability, and cultural backgrounds, ethnicity, disability, age, • Culturally and Linguistically Diverse (CALD). gender identity and sexual orientation. BORDER The Champions are responsible for advancing The Diversity and Inclusion section is the Department’s commitment to diversity and responsible for driving the diversity agenda inclusion and for supporting those staff who FORCE for the Department of Home Affairs and the face challenges or barriers in realising their full ABF. This section is also supported by senior potential. The objective of this commitment is executives, appointed as Diversity, Disability and to encourage all staff to recognise and embrace Indigenous Champions, who support a number the full range of perspectives, experiences, of diversity cohorts and related staff networks, knowledge and skills that diversity brings to the including: Department of Home Affairs and ABF. 10 COMPENDIUM | Gender Equality and Diversity in Customs COMPENDIUM | Gender Equality and Diversity in Customs 11 The vision for the SAGE network is for the equal The network meets on a quarterly basis. presence, impact and influence of men, women Meetings are run by the SAGE Chairs and and those who identify outside of the gender minutes of each meeting are provided to binary, at all levels within the Department. all members. The Department’s Diversity Its mission is to increase advocacy for gender Champions are invited to meetings, as well equality, partner with Diversity Champions, as occasional guests to contribute to specific participate in strategy and policy development, agenda items. and provide leadership on how to achieve greater gender equality throughout the The network promotes initiatives with a Department. motivational impact on staff. Members often have opportunities to participate in conferences, The network’s purpose is to strengthen gender external networking meetings and events for equality through four key themes: days of significance. These are coordinated and supported by the network. • Engaging in new conversations. • Driving meaningful change. The Diversity and Inclusion Section plays a pivotal role in supporting the network and also • Stepping out to encourage others to step up, and in running activities to raise the importance of gender equality across the Department. Its